Workplace bullying is a sensitive issue and a psychological terror in the workplace, with severe effects on employees’ and organisations’ health, dignity, employee relations, and wellbeing. As a vital link between different constituencies in the organisation, human resource (HR) practitioners face many challenges in their attempt to address and manage workplace bullying, while simultaneously striving to promote employee wellbeing and positive employee relations. This study endeavoured to explore workplace bullying from the point of view of HR practitioners tasked with identifying and dealing with bullying in the workplace, and to develop a substantive theory of workplace bullying from their perspectives. The empirical study, conducted in two tertiary institutions in South Africa, employed grounded theory as a methodological approach with nine HR practitioners selected by non-probability purposive sampling, which is congruent with a grounded theory methodology. Selection criteria were applied to sample participants on the basis of relevance and acceptability. A qualitative, constructivist grounded theory research design was used to explore HR practitioners’ perspectives on workplace bullying with data gathered by means of in-depth interviews and official documents to gain insight and understanding of their experiences of workplace bullying. In-depth interviews were audio-recorded and data transcribed verbatim, analysed and interpreted using grounded theory coding strategies, memo writing and theoretical sampling. Findings were supported by verbatim quotes and a literature review. The study proposes a substantive workplace bullying theory and a conceptual workplace bullying framework to guide organisations and highlight the practical value for empowering the HR practitioners. It addresses the need to manage workplace bullying in the organisation and help management be more knowledgeable about bullying, effectively fostering a zero-tolerance culture. The study revealed that the HR practitioner’s role is torn between a responsibility to the business goals and management, and to support and championing the case of the targets in potential bullying situations. It should contribute to the limited body of knowledge on HR practitioners’ perspectives on workplace bullying within the South African context. / Psychology / D.Phil. (Philosophy)

The pace at which change is occurring in the life of human beings, due to technological advancement, could be described as logarithmic. This fast-paced change is not just of consequence to the individual, but to countries, governments, companies, big and small systems like villages and sports clubs and the like, as well. This study case was inspired by the fact that what was a little-known threat yesterday, could suddenly become a crippling matter. It is, therefore, critical for individuals and businesses to consider risk not just in the usual context but with an open mind. This is especially true for systems in the Third World or developing nations where evolutionary stages of advancement and development are known to have been skipped due to forced or influenced adoption by the advanced or First World dictates. An example is the adoption of Carbon Emission Minimisa tion Pacts that have also been mooted for developing nations, even though their participation in causing the past Industrial Revolution pollution was minimal. A small operation in the Eastern Cape may, today, see no need to attract an overseas customer, not realising that the local customer may enter a merger or be bought out by an international organisation which would demand international protocols on the local supplier. Such is the risk with Globalisation. Local businesses should embrace global competitive practices for sustainability in the global business arena that is surely upon the business place today and the short term. South African businesses are no longer protected by the country borders, or the government and political systems such as the apartheid-born sanctions and tariff regimes. The objective of this study of Legionella bacteria risk management by business firms in the Eastern Cape (East London and Border Areas) is to obtain an insight into how they fare on one of the risks that, in Europe, is legislated and, in many parts of the First World, is regarded as fundamental. Beside the globalisation issues mentioned above, the South African workforce has been noted as highly affected by HIV and TB, which are symptomatic of people susceptible to Legionnaire‟s Disease. The high cost and skills shortage in the South African industry demand great care in order to prevent further loss, due to sick absenteeism or the death of workers. The study included a comprehensive literature review of issues around Legionella bacteria in industrial operations and how ill effects could be prevented and managed. A questionnaire was then drawn up and used to check for awareness, capability and ascertain what motivational factors could influence Legionella risk management by businesses in the geographical study area. All businesses with facilities utilising water cooling towers, safety showers, waste water treatment plants, humidifier air conditioning and water fountains, were presented with the questionnaire. A 56 percent return was achieved and responses were processed and analysed using Microsoft Excel on a Windows XP computer package. The findings showed that there was a poor awareness of Legionella bacteria and the risk they posed, a factor that may be used to explain the poor questionnaire returns. The capability assessment also showed a weak status. Legislation, proof of outbreak and fines were determined as effective would-be motivators for full Legionella risk management. The study concluded with recommendations for awareness programmes by interested bodies like the Legionella Action Group, Department of Labour and companies providing Legionella consulting services. While legislation and, therefore, fines, were not yet applied in South Africa, the drive for employee and community welfare should be adequate motivating factors for businesses to manage Legionella risk. Foreign capital inflow into the South African economy was also a factor that should be considered by businesses that looked to expand and need to access these funds through mergers or acquisitions. These funds would require financial as well as technical audits that show adequate risk protection.

Thesis (MPH.) -- University of Limpopo, 2021 / Background: Employee Health and Wellness Programme is an intervention by government to build and maintain a health promoting workplace. The programme aims to address various health and wellness problems employees‟ face that may negatively impact their performance and productivity. The programme is available for social workers; however, their utilisation is low. It is important to understand how social workers perceive the programme, in order to enhance provision of this programme to them and to promote their general health and wellness. Objectives: The study was aimed at exploring and describing the perceptions of social workers about the Employee Health and Wellness Programme. Methods: A qualitative, exploratory descriptive study was conducted using semi-structured face-to-face interview. The study site was at the selected locations in the Polokwane Municipality. Purposive sampling was used and due to data saturation, 10 participants were interviewed. All the interview sessions were audio recorded, transcribed and analysed using content analysis. Results: The results highlighted positive and negative perceptions about the Employee Health and Wellness Programme among social workers and the Department of Social Development. The positive perceptions include alleviating stress and burnout, reduced sick leaves and increased productivity. The negative perceptions include stigma and confidentiality issues. The results also revealed challenges of accessibility, awareness, promotion and marketing of the programme. These challenges make it difficult for social workers to utilise and benefit from the programme as expected. Conclusions: The Employee Health and Wellness Programme should be well implemented, widely marketed and promoted to all employees within the Department of Social Development.

The general aim of this study was to research the relationship between psychosocial functioning and emotional intelligence in a sample of 69 employees in different organisational settings in South Africa. Each respondent completed the Personal Multi-Screening Inventory (PMSI) and the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). The research findings indicated that there are significant relationships between subscales of the PMSI and subscales of the MSCEIT, in that the ability to manage emotions is associated with low levels of Helplessness, Stress and Frustration, and high levels of Expectation, Satisfaction and Achievement, whereas the ability to perceive emotions is associated with low levels of Satisfaction and Achievement. A relatively high level of the ability to perceive emotions is also associated with Helplessness. It is recommended that employee wellness interventions in the workplace be enhanced through emotional intelligence mediation of negative psychosocial functioning. The study is concluded with recommendations for further research. / Industrial and Organisational Psychology / M. A. (Industrial and Organisational Psychology)

The general aim of this study was to investigate whether a relationship exists between employee wellness (specifically sense of coherence, burnout, sources of job stress and work engagement) and career anchors, and to determine whether gender, race, employment and age groups differed in terms of the employee wellness and career anchors variables. The study was conducted among a random sample of 90 employees in a typical South African work context. The data was collected by means of the Orientation to Life Questionnaire (OLQ), Maslach’s Burnout Inventory (MBI), Sources of Job Stress, the Utrecht Work Engagement Scale (UWES) and the Career Orientations Inventory (COI). Supporting evidence indicates significant associations between employee wellness and the career anchors variables. The results also showed significant differences between the career anchors of males, females, blacks, whites, permanent staff, contract staff and age groups. The findings contribute valuable new knowledge to the wellness and career literature and organisational practices related to employee wellness and career decision making. / Industrial and Organisational Psychology / M.Com. (Industrial and Organisational Psychology)

The purpose of the research was to explore the challenges faced by both employer and employee when the later undergoes active cancer treatment from a systemic perspective. A qualitative research was conducted using a case study of six sessions with both employer and employee. The study revealed that the employer and employee defined their relationship and boundaries as a system. The research project made a great impact on the researchers’ map regarding cancer or any other symptom, the person with cancer and the employer. In the researcher’s old map, before the research project, cancer implied a very threatening disease which rendered both the employer and the employee helpless and powerless. Through the research project the researcher discovered the significance of not having preconceived ideas as according to this study both the employer and employee had the freedom to punctuate their challenges in relation to the latter undergoing active treatment. / Social Work / M. A. (Social Science (Mental Health))

The context of this research is the coping and wellness of call centre agents in a characteristically high-stress work environment. The purpose of the study was to construct a psychological coping profile by investigating the relationship between individuals‘ wellness-related dispositional attributes and their resiliency-related behavioural capacities which has been under researched in a call centre work environment. A quantitative cross-sectional survey approach was followed. The population comprised predominantly of a non –probability sample of (N=409) predominantly early career permanently employed black females employed in call centres in Africa. Correlation and multivariate statistics highlighted cognitive (cynicism and hardy-control), affective (managing own emotions) and conative (hardy-commitment) behavioural elements that should be considered in the psychological coping profile of call centre agents. Age and gender were also shown to be significant moderators of the relationship between the wellness-related attributes and the resiliency-related capacities. The main findings are reported and interpreted in terms of an empirically derived psychological coping profile. The findings may provide valuable pointers for the design of wellness intervention practices which add to the body of knowledge concerned with employee wellness in call centres / Industrial & Organisational Psychology / D.Litt. et Phil. (Industrial and Organisational Psychology)

The purpose of this hermeneutic phenomenology study was to explore and describe the meaning employees attribute to the lived experiences of returning to work after cancer treatment. Semi-structured interviews were held with eight participants and a thematic data analysis method was used. The results indicate that cancer survivors experience various challenges that make it difficult to function as they did before the diagnosis when they return to work. A critical hermeneutical reflection against the literature followed the structural analysis and resulted in a contextual framework that incorporated the individual and organisational perspective on the various influences involved in supporting cancer survivors to maintain their wellbeing when they return to work. Four phases, repression, comprehension, activation and reintegration, were identified when they tried to cope/adjust on their return to work. The corresponding forms of organisational support they expected through these phases were labelled motivation, information, navigation and stabilisation. / Industrial and Organisational Psychology / M. Com.

The purpose of the research was to explore the challenges faced by both employer and employee when the later undergoes active cancer treatment from a systemic perspective. A qualitative research was conducted using a case study of six sessions with both employer and employee. The study revealed that the employer and employee defined their relationship and boundaries as a system. The research project made a great impact on the researchers’ map regarding cancer or any other symptom, the person with cancer and the employer. In the researcher’s old map, before the research project, cancer implied a very threatening disease which rendered both the employer and the employee helpless and powerless. Through the research project the researcher discovered the significance of not having preconceived ideas as according to this study both the employer and employee had the freedom to punctuate their challenges in relation to the latter undergoing active treatment. / Social Work / M. A. (Social Science (Mental Health))

The context of this research is the coping and wellness of call centre agents in a characteristically high-stress work environment. The purpose of the study was to construct a psychological coping profile by investigating the relationship between individuals‘ wellness-related dispositional attributes and their resiliency-related behavioural capacities which has been under researched in a call centre work environment. A quantitative cross-sectional survey approach was followed. The population comprised predominantly of a non –probability sample of (N=409) predominantly early career permanently employed black females employed in call centres in Africa. Correlation and multivariate statistics highlighted cognitive (cynicism and hardy-control), affective (managing own emotions) and conative (hardy-commitment) behavioural elements that should be considered in the psychological coping profile of call centre agents. Age and gender were also shown to be significant moderators of the relationship between the wellness-related attributes and the resiliency-related capacities. The main findings are reported and interpreted in terms of an empirically derived psychological coping profile. The findings may provide valuable pointers for the design of wellness intervention practices which add to the body of knowledge concerned with employee wellness in call centres / Industrial and Organisational Psychology / D.Litt. et Phil. (Industrial and Organisational Psychology)